Human resources and labor relations

Motivating staff to work themselves out of a job

Article Abstract:

The London Residuary Board (LRB) is faced with the task of drastically reducing its workforce in preparation for its eventual abolition. The LRB was established for the purpose of managing the existing functions of the abolished Greater London Council for a period of five years. The redundancy problem necessitated a human resources plan that would keep employees motivated and retain the skilled personnel necessary to complete LRB's work while dealing with the insecurity stemming from the transient nature of the organization. Implementing the plan depended on addressing the need to minimize unnecessary modifications in organizational structure and policy, design a remuneration system that will motivate staff and sustain productivity, provide a system for information and consultation, and assist employees in planning for the redundancy.

Will performance pay work in Whitehall?

Article Abstract:

Almost one in five British civil servants will fall under the purview of a new pay for performance scheme by spring 1988, rather than the nearly automatic salary progression they have been accustomed to for so long. The program is strongly opposed by the civil service unions, as well as being broadly considered out of place in the British ethos. Objections to the program include: destruction of teamwork, poor distribution of opportunities, and subjective and arbitrary judgements. Pay differentials would introduce secrecy into the civil service's open salary regime, and could demoralize those not receiving increases. It would cost too much to administer. Proponents argue that the system would help recruitment and keep staff; be highly motivational; strengthen line managers' authority; and promote clarity and goal-setting.

Survey on health-care sector staff benefits: UK

Article Abstract:

A survey of the United Kingdom health care industry involving 34 organizations and 36,000 employees indicated that only half of organizations in the sector had health insurance plans for their personnel. Among other findings are the popularity of pension schemes, with life assurance cover the next preferred plan among employers. Disability and personal accident insurance, on the other hand, were not on the priority list of benefit programs of companies.